Want to leave when you have just started a new job?

Tracy Luo April 13, 2016 2 mins read

Things Job Description Didn’t Tell You

Most people think job-hopping is a decision worthy of careful consideration. After all, it’s a big deal to leave your current employer, to give up the in-house resources you’ve accumulated through the years, to adapt to the new environment and new ways to do things – you need to weigh things up. However, in the real world, there are still some candidates who feel that they’ve made the wrong choice soon after they’ve started a job and put out feelers for new opportunities.

 

What did you ignore when making your decision in the first place to turn a right decision wrong in an unexpected way? We have to have a better understanding of the gaps between the requirements of the companies and the expectations of the candidates.

 

There is a well-known psychological principle: the most effective way to predict the future is to evaluate past behaviors. Therefore, the first thing headhunters do when screening resumes is to match the current job skills of a candidate with the company's job requirements, which means more attention is paid to the actual work the candidate has done in the past. In this way, what a candidate can get before the interview are mostly "hard conditions", like the size and nature of a company, job title or salary, which are the main criteria for them to evaluate a future employer.

 

From the perspective of the candidates, "Rational Agency" is just a hypothesis in economics. Even if all the hard conditions are met, the only thing candidates care about is still their immediate feeling of the company. Thus, “Stay or Go” depends on leader-member relationships, cooperation among colleagues, the complexity of internal processes, working environment and other "soft conditions," which most job descriptions won’t tell you, and when these "soft conditions" go wrong, high position and fat salary are not enough to make you stay.

 

Thus, when deciding on a new opportunity, in addition to the problems we are usually concerned with, we have to consider other important factors, to ensure that it is a long-term choice. For example:

 

1. Why there is a vacancy? For what reason did the former employee leave the job?

2. What is the leadership style of the boss? What does he/she expect from his subordinates?

3. What is the biggest bottleneck encountered by the company at present? How will it affect my daily work?

4. Are there frequent personnel changes in the C-suite? Is the company's organizational structure stable or not?

5. How can I advance up the career ladder in the company?

 

Tracy Luo's picture
Associate Director | Finance & Strategy Recruitment
tluo@morganmckinley.com

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